How would you tell someone their father’s died? Or that they have cancer? As a recruiter, those questions probably don’t cross your mind. But for some of the healthcare practitioners you help hire, it’s a challenge they’re faced with on a regular basis.
So how do recruiters source and HR professionals hire for this new recruitment reality? The answer is in how we search for and find candidates, interview potential hires, and leverage emerging technologies.
Once HR has their Olympic-sized pool of candidates, it’s time to let the robots take over. Yes, you heard that right. Artificial intelligence has penetrated every industry, even hiring! And while the human touch of recruiting should never disappear, one fascinating application of AI is in speech analysis. Recruiters today are slammed, so they’ve started to enlist the help of voice listening tools to analyze the way candidates answer simple questions over the phone like “what did you do last weekend?” The technology doesn’t listen to what is said, just how it’s said. It assesses word choice, tone and sentence structure to determine personality traits like enthusiasm, empathy and openness to change in speakers. No, this isn’t an episode of Black Mirror!
Still, these eyebrow raising AI tools are in their infancy and can only be trusted to take recruiters and hiring managers so far in the process. They can weed out weak performers and outliers, but the real litmus test is with an actual, live human... weird, right?
Once the candidate list has been pared down, it’s time for the in-person interview. To gauge communication skills, interviewers should ask the candidate to describe a time they’ve dealt with a difficult patient or how they would describe complicated jargon to someone outside the industry. Don’t be afraid to ask for specifics. To assess interpersonal skills, interviewers can ask the candidate how they would deliver difficult news to someone. Better yet, the best HR pros should have the candidate practice delivering this news to them.
The way a candidate responds to these situational questions can give HR some insight into how they’d communicate with patients on the job, but until a candidate is brought on board, there’s no foolproof way to assess soft skills – after all, anyone can be perfectly charming in an interview setting! It’s much harder to fake good bedside manner in practice though, so to make sure employees are ready for the modern age of healthcare, the best HR managers never stop assessing their employees’ ability to positively interact with their patients. If not, they risk losing them altogether.
Want to get in front of the millions of qualified healthcare professionals? Visit hiring.nexxt.com to learn how we can introduce you to your Nexxt great hire.
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